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8/12/2019 COCA COLA - WORKING INTERNATIONALLY
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COCA COLA WORKING
INTERNATIONALLY
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Introduction
Globalization poses many challenges in HRpractices (McEnergy & DesHamais, 2003)
HR practices varies from region to region
Multinationals adapts practices that suitsregions they operate (Zyman, 2009)
Coca Cola adopts regional HR practices
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Coca Cola Company
Coca Cola is a leading beverage retailer,manufacturer, and marketer of differentnon-alcoholic beverage and syrups
(Andrew, 2006)Best known for a leading brand in theworld Coca Cola
The company has more than 500 brands
It operates in more than 200 countriesand serve 1.6 billion servings a day
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Cont..
Coca Cola syrup was invented in1886
The formula was sold to Atlantaentrepreneur Asa Griggs in 1891 andthe name Coca Cola was patented in1893
By 1895, Coca Coal drink was soldin every state and territory in U.S
By 1906, the company expanded to
Cuba and Panama
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Cont
The performance of the company hasbeen impressive over the years
In 2005, the company sells beverage in
more than 200 countries (Andrew, 2006)Of more than 50 billion beverage servingsevery day, the company account for 1.6billion drinks everyday (The Coca Coal
company )The international market plays a majorrole in company performance
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Cont..
The following chart shows the companyrevenue by regions (The Coca Coalcompany ) :
Coca Cola Perfomance by Regions
43%
37%
20%
United States
Mexico, India,
Brazil, Japan &
china
Rest of the World
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International HR Practices
Coca Cola adopts different HR practicesas per regions they operate
The company does not have a
standardized international HR practicesCoca Cola HR policies are formed incompliance with local labor laws andculture
Cultural diversity is key ingredient of itsinternational operations (Mendenhall &Oddou, 2008)
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Job analysis and designing
The company has globally standardizedjob structure (Anfuso, 2004)
Job analysis and designing follows the
same international structureCoca cola company checks job descriptionand analysis
The generated information is used inrecruiting, compensation, appraisal,training and employee relationships
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Planning and forecasting
Planning and forecasting involves decidingwhat positions the firm will have to fill andhow to go about it (Palthe, 2009)
Coca Cola HR company is involved instrategic planning
HR department forecast future employeedemand
Forecast report is sent to regional headoffice for approval to start recruitment
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Recruitment Process
Regional franchise have their ownrecruitment process once given go aheadto hire more employees
The recruitment process is wellestablished
Job advertisements are placed in newspapers, website, institutions and others
The company carries both internationaland external recruitment
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Attention to culture
Coca Cola pays close attention to localculture
Special training given to employees on
local and international cultureNew employees put under supervision ofold employees (Briscoe et al., 2009)
Working environment represent blend ofdifferent cultures (Werther & Chandler2006)
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Employee motivation
Motivated employees are importantassets for a company (Ulrich, 2007)
According to theories of motivation,monetary and non monetary factorsremain key in motivating employees
Coca Cola focuses on both monetaryand non monetary factors
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Wages
Research shows that monetary factorsleads in motivating employees
Coca Cola provides smart wages to
employees (The Coca Cola Company,2011a)
Wages are competitive and satisfyemployees
Most employees by the company areoffered competitive wages alongsidecommissions
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Staffing and Training
The company has a clear staffing andtraining policy that is followed throughoutits franchise (The Coca Cola Company,(2011b)
Coca Cola believes that education ispowerful force in employee motivation(The Coca Cola Company, 2011a)The company has helps people make their
drams trueIt has innovative programs studentbooks, place of study, scholarships (HRLeader, 2011)
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Annual Leaves
The company has different leavesstructure that conform to local andinternational labor laws.
The leave structure depends on position ofemployees as follows:
Designation Allowed Leaves
Supervisor 26 leaves paAbove supervisor 26 leaves pa
Below supervisor 24 leaves pa
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Working Hours
Time management is taken serious in thecompany
Their work is divided in shift to enable the
company meet high demand (GlobalHuman Resources Management at CocaCola)
Shifts are adapted to the local labor laws
There are typical two shifts:8 am to 4 pm
4 pm to 12 am
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Performance appraisal
Appraisal of employees involves anassessment of employee performance
Coca cola performs performance
appraisal annuallyThe company performance appraisal isinternationally acclaimed and has threeprocess
a. Define jobb. Appraise the performance
c. Provide feedback
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Employee Relations
Coca Cola considers employees asthe greatest asset for the company
Employee satisfaction translate to
success for the companyInternationally, the company adoptsan open door policy to nurture good
relationshipEmployees feel free to share withmanagement about their problems
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Conclusion
Working internationally is challengingfor any company (Ashamalla, 2008)
Coca Cola company is among the
most successful multinationalsThe success of the company can beattributed to good HR practices
The company follows internationalHR practices that are adopted to thelocal conditions
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ReferencesAndrew, Y (2006).An Easy Burden. HarperCollinsAnfuso, D. (2004). Coca Colas staffing philosophy supports its global strategy. Personnel Journal116-121Ashamalla, M. (2008). International human resource management practices: The challenges ofexpatriation. CR8, (2), 54Briscoe, D., Schuler, R. & Claus, L. (2008). International human resource management. Routledge:LondonGlobal Human Resources Management at Coca Cola. Retrieved May 25, 2011, fromhttp://www.work-a-holic.narod.ru/hr3.html
HR Leader, (2011). Talent management at Coca Cola: the fizz from within. RetrievedMay 25,2011, from http://www.humanresourcesmagazine.com.au/articles/ed/0c053eed.asp itim international, (2011). Geert Hofstede cultural dimensions. Retrieved May 25, 2011, fromhttp://www.geert-hofstede.com/McEnergy, J. & DesHamais, G. (2003). Culture shock. Training and Development, 43-46Mendenhall, M. & Oddou, G. (2008). Dimensions of expatriate acculturation. Human ResourcesManagement, 331-345Palthe, J. (2009). Managing human rights and human resources: the dual responsibility of globalcorporations. Western Michigan UniversityThe Coca Cola Company, (2011a). Workplace/workplace rights policy. Retrieved May 25, 2011,
from http://www.thecoca-colacompany.com/citizenship/workplace_rights_policy.html The Coca Cola Company, (2011b). Diversity education & training. Retrieved May 25, 2011, fromhttp://www.thecoca-colacompany.com/citizenship/education_training.html The Cocal Coal company http://www.thecoca-colacompany.com/ourcompany/index.html Ulrich, D. (2007). Human resource champions.Harvard Business School PressWerther, W. & Chandler, D. (2006). Strategic corporate social responsibility. Sage PublicationsZyman, S. (2009). The End of Marketing as We Know It. New York: Harper Business.
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